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“The Making of a Manager” is the first book by Julie Zhuo, VP of Product Design at Facebook. In “The Making of a Manager”, Julie shares her experiences and learnings with regard to her transition from being a personal contributor to becoming a manager. “This is a book about how someone with no formal training learned to become a confident manager” is the starting point for Julie’s book.

When she started her first role as a manager at Facebook, Julie had very little experience under her belt and she describes what she thought a manager’s job was:

have meetings with reports to help them solve their problems,

share feedback about what is or isn’t going well, and

figure out who should be promoted and who should be fired.

Without wanting to spoil the rest of “The Making of a Manager”, this is how Julie sees a manager’s job today:

build a team that works well together,

support members in reaching their career goals, and

create processes to get work done smoothly and efficiently.

Julie summarises that “Your job, as a manager, is to get better outcomes from a group of people working together.” She puts a great focus on outcomes and refers to her former manager Chris Cox, ex VP of Product at Facebook, who explained that half of what he as a manager looks at were his team’s results and the other half was based on the strength and satisfaction of his team.

I liked Julie’s inclusion of Richard J. Hackman’s research into what helps create successful teams (see Fig. 1 below). She uses a similar approach to managers creating the right conditions for their teams:

Purpose – The purpose is the outcome your team is trying to accomplish, otherwise known as the why. The first big part of your job as a manager, Julie writes, is to ensure that your team knows what success looks like and cares about achieving it.

People – This is all about the who. Are the members of your team set up to succeed? Do they have the right skills? Are they motivated to do great work? To manage people well, Julie explains, you must develop trusting relationships with them, understand their strengths and weaknesses (as well as your own – see below), make good decisions about who should do what (including hiring and firing when necessary), and coach individuals to do their best.

Process – This describes how your team works together. Julie clarifies that process in her mind isn’t about stacks of paperwork and frameworks for everything, but enabling teams to make decisions and work together effectively: “In a team setting, it’s impossible for a group of people to coordinate what needs to get done without spending time on it. The larger the team, the more time is needed.”

Staying on the topic of defining management, Julie provides a useful distinction between leadership and management. Manager is a specific role, with clear principles outlining what a manager does and how his success is measured. Leadership, on the other hand, is the particular skill of being able to guide and influence other people. Julie makes the point that a leader doesn’t have to be a manager; “Anyone can exhibit leadership, regardless of their role.”

In “The Making of a Manager”, Julie covers a lot of different facets of becoming and being a manager. From recounts her first couple of months as a manager to breaking down her views on strong management, Julie offers a ton of insights and tips for those of us who are managers or would like to take on this role. Let’s pick some aspects that resonated with me most:

Trust is the most important ingredient – It may sound obvious, but the importance of investing time and effort into creating / maintaining trusting relationships can get easily overlooked. Julie mentions that the hallmark of a trusting relationship is that people feel they can share their mistakes, challenges, and fears with you.

Giving and receiving critical feedback – Similar to Kim Scott and Amy Edmondson, Julie talks about how managers and their direct reports need to be able to give each other critical feedback regularly without it being taken personally. If your report does work that you don’t think is great, are you comfortable saying that directly? Similarly, would your report tell you if you if he thinks you’ve made a mistake?

Be honest and transparent about your report’s performance – As a manager, your perspective on how your report is doing carries far more weight than his perspective on how you’re doing. After all, you’re the one who determines what he works on and whether he should get a promotion or be fired.

Admit your own mistakes and growth areas – Julie shares how she tries to admit when she doesn’t have the answers or when she’s working through her own personal challenges, and shares a number of useful phrases that she’ll typically use when doing so (see Fig. 2 below).

Managing yourself – Here, Julie talks about the so-called imposter syndrome, i.e. where you doubt your accomplishments and worry being exposed as a “fraud”. She raises the question why imposter syndrome hits managers particularly hard and gives two main reasons. Firstly, because managers are often looked to for answers. Secondly, managers are constantly put in the position where they’re put in the position if doing things they haven’t done before. She also talks about managers identifying their own strengths and weaknesses, and “being brutally honest with yourself”.

Amazing meetings – I liked Julie’s points about meetings, the bane of most managers’ lives. She distinguishes between decision-making meetings and informational meetings and explains how being clear about the meeting objective (and structuring the meeting accordingly) can lead to much more effective and enjoyable meetings (see Fig. 3 below).

Fig. 1 – Richard J. Hackman, Hackman’s 5 Factor Model:

Being a Real Team – One with clear boundaries and stable membership.

Compelling Direction – Provide the team with clear goals, which are both challenging and consequential.

Enabling Structure – Where possible, offering the team variety in the tasks they undertake improves the team’s success. Within the team’s structure it’s also key to ensure that team members have strong social skills.

Supportive Context – A supportive context is essential for companies and organisations, as they are made up of small groups which when combined form a larger group.

Expert Coaching – This is about coaching and mentoring the team to help achieve the outcomes they need to achieve and support team members developing their individual skills.

Fig. 2 – Julie Zhou, The Making of a Manager: Sample things to say when you don’t have the answer or are working through personal challenges:

“I don’t know the answer. What do you think?”

“I want to come clean and apologise for what I did/said the other day …”

“One of my personal growth areas this half is …”

“I’m afraid I don’t know enough to help you with that problem. Here’s someone you should talk to instead …”

Fig. 3 – Julie Zhou, The Making of a Manager: Decision-Making Meetings and Informational Meetings:

A great decision-making meeting does the following:

Gets a decision made (obviously)

Includes the people most directly affected by the decision as well as a clearly designated decision-maker.

Presents all credible options objectively and with relevant background information, and includes the team’s recommendation if there’s one.

Gives equal airtime to dissenting opinions and makes people feel that they were heard.

Main learning point: “The Making of a Manager” provides an honest, no bullsh*t account of what it means to be manager and how to best transition into a managerial role. Definitely worth a read if you’re manager or looking to become one.

I’m sure a lot of us have common misconceptions about successful entrepreneurs and their companies. It’s easy to look at people who’ve ‘made it’ and think that their journey has been all plain sailing. Scott Belsky is such an entrepreneur, having founded Behance, a platform for creative professionals to show off their work, which eventually got acquired by Adobe. In “The Messy Middle”, Belsky eradicates any illusions about the process of creating – whether it’s a business or a product – being painless. He writes about the different stages of a startup lifecycle: the start, the middle and the finish. Belsky makes the point that “it’s not about the start and finish, it’s about the journey in between.”

At the start, there’s “pure joy” to begin with. That is before reality kicks in and things hit bottom. Belsky describes the finish as “final mile of journey and the recovery time between one project and the next”, the point where you can allow yourself to take a break and make a change. I, however, specifically bought the book because I was intrigued to read Belsky’s thoughts about the ‘messy middle’. Belsky writes about this period, as a collection of peaks – ‘optimising’ – and valleys – ‘enduring’. It’s this period which benefits from volatility. Volatility being positioned as a good thing might sound counterintuitive to some, but Belsky argues that “volatility is good for velocity”:

“The faster you move, the better your chances of learning and momentum to soar above the competition.”

Scott Belsky, The Messy Middle

To achieve this level of velocity, Belsky encourages conducting experiments, and lots of them. Running these experiments means that you’ll be both enduring the lows and optimising everything that works. In “The Messy Middle”, Belsky shares a ton of lessons learned and tips, particularly in relation to those stages of your company or product that are dominated by enduring and optimising. Allow me to give you a quick shopping list of those points by Belsky which resonated with me most:

Avoid validation in the form of false positives – To objectively observe the performance of your new creation or product, put yourself in others’ shoes. Belsky refers to points made by Ben Horowitz about telling the truth in this respect (see Fig. 1 below).

Celebrate progress and impact – Especially at the early stages, celebrate anything you can. Whilst you should avoid ‘fake wins’, celebrating quick wins and progress milestones is important.

Master the art of parallel processing – This involves being able to focus on a specific problem whilst also churning through the omnipresent anxiety and uncertainty involved in building things.

Friction unlocks the full potential of working together – Hardship brings your teams together and equips you to endure for the long haul.

Do Your Fucking Job (‘DYFJ’) – Leading a team through enduring times requires many “rip off the Band-Aid” moments. Nobody wants to inflict pain on their team, but quick and controlled pain is better than a drawn out infection. This also implies checking your ego at the door, instead concentrating on what needs to be done.

Self awareness as the only sustainable competitive advantage in business – Your sense of self is likely to shift when you’re at a peak or in a valley (see Fig. 2 below).

Break the long game down into chapters – Belsky recounts the approach by Ben Silbermann, CEO of Pinterest, who breaks up every period of his company into chapters, each with a beginning, goal, reflection period, and reward. Chapters help break down the long timescale it takes to build something extraordinary. I like to think of them as strategic milestones, each time getting one step closer to achieving the vision for the business.

Do the work regardless of whose work it is – Everyone has an opinion, but few are willing to do something about it – especially if it falls outside their formal job description. Belsky describes his marvel at just how quickly an idea takes hold when someone proactively does the underlying work no one else clearly owned. He goes on to talk about how hiring for people with excitement about the idea, ability to contribute right away and the potential to learn is key when assembling a team.

Never stop crafting the “first mile” of your product’s experience – Whether you’re building a product, creating art, or writing a book, you need to remember that your customers make sweeping judgments in their first experience interacting with your creation – especially in the first 30 seconds. Belsky call this the “first mile”, and he argues that it’s important to prime your audience to the point where they know three things: 1. Why they’re there (2) What they can accomplish and (3) What to do next.

Identify and prioritise efforts with disproportionate impact – Belsky shares a nice prioritisation method by Jeffrey Kalmikoff, which Jeffrey uses to help choose where to focus his energy: look at each item on the table and assign a 3 for very important tasks that would make a huge impact on strategy and revenue, a 2 for something with less significance, and a 1 for something inconsequential.

Stress-test your opinions with radical truthfulness – “Sound judgment, achieved through aggressive truth seeking, is your most differentiating and deterministic trait. It’s all about being honest.” This is one of the founding principles behind Bridgewater, the leading hedge funded founded by Ray Dalio. One of the most fundamental principles driving behaviour at Bridgewater is the notion of “Know what you don’t know, and what to do about it.”

Main learning point: In “The Messy Middle”, Belsky has written a book that I expect to be coming back to over the coming years; it’s a great reminder of the realities involved in creating things and contains a lot of valuable lessons learned as well as practical tips.

“Principles” is the latest book by Ray Dalio – founder of Bridgewater, the world’s largest hedge fund. In this rather hefty tome of a book, Dalio offers an insight into the principles which he’s applied throughout his life and work, and his underlying reflections. He kicks off the book by explaining that “Good principles are effective ways of dealing with reality” and that “To learn my own, I spend a lot of time reflecting.”

“Principles” consists of three parts. In the first part, titled “Where I’ coming from”, Dalio looks back on his career and the founding of Bridgewater. “Life Principles” is the name of the second part, and covers Dalio’s approach to life’s challenges and opportunities. Finally. part three covers Dalio’s “Work Principles”. Let me share the key things I’ve taken away from “Principles”, starting with Dalio’s Life Principles:

Embrace reality and deal with it – Dalio shares an important equation which in his view makes for a successful life: Dreams + Reality + Determination = A Successful Life. For the ‘reality’ component of this equation to work, Dalio encourages his readers to be radically open minded and radically transparent.

Pain + Reflection = Progress – Dalio’s point about “going to the pain rather than avoiding it” resonated with me (see Fig. 1 below). It’s easy to dismiss this statement because it’s coming from a highly successful investor, but I’d flip that as I can see how someone like Dalio has gone through his own share of pain to get to where’s he gotten to, and learned along the way.

Using the 5-step process to get what you want out of life – Start with having clear goals (step 1), followed by identifying but not tolerating the problems that stand in the way of your achieving those goals (step 2), then you accurately diagnose the problems to get at their root causes (step 3), design plans that will get you around them (step 4) and, finally, do what’s necessary to push these designs through to results (step 5). Dalio depicts this as a continuous process and people can benefit from applying this model to achieve their goals (see Fig. 2 below).

Understand that people are wired very differently – Dalio stresses the fact that all people are wired very differently, and zooms in on the differences between left and right brained thinking (see Fig. 3 – 4 below).

The left hemisphere reasons sequentially, analyses details, and excels at linear analysis. “Left-brained” or “linear” thinkers who are analytically strong are often called “bright.”

The right hemisphere thinks across categories, recognises themes, and synthesises the big picture. “Right-brained” or “lateral” thinkers with more street smart are often called “smart.”

Dalio’s Work Principles are dominated by the concept of an Idea Meritocracy – i.e. a system that brings together smart, independent thinkers and has them productively disagree to come up with the best possible collective thinking and resolve their disagreements in a believability-weighted way (see Fig. 5 below). Dalio successfully implemented an Idea Meritocracy at Bridgewater and shares the components of such a system in his book:

Radical Truth – Talking openly about our issues and have paths for working through them.

Radical Transparency – Giving everyone the ability to see everything. Radical transparency reduces harmful office politics and the risks of bad behaviour because bad behaviour is more likely to take place behind closed doors than out in the open.

Believability – Dalio defines believable people “as those who have repeatedly and successfully accomplished the thing in question – who have a strong track record with at least three successes – and have great explanations of their approach when probed.”

Thoughtful Disagreement – The concept of Believability is closely linked to the art of Thoughtful Disagreement; the process of having a quality back-and-forth in an openminded and assertive way to see things through each other’s eyes.

Weighted Decision Making – At Bridgewater, employees have different believability weightings for different qualities, like expertise in a particular subject, creativity, ability to synthesise, etc. Dalio explains that in order to have a true Idea Meritocracy one needs to understand the merit of each person’s ideas.

Prerequisites for an Idea Meritocracy – To have an Idea Meritocracy three conditions need to be in place. Firstly, put your honest thoughts on the table. Secondly, have thoughtful disagreement (see above). Thirdly, abide by agreed-upon ways of getting past disagreement.

Mistakes are part of the game – Dalio has a refreshing outlook on the role and value of mistakes, which he treats as “a natural part of the evolutionary process”. It’s important in this respect to assess whether people recognise and learn from their mistakes. Dalio distinguishes between people who make mistakes and who are self reflective and open to learning from their mistakes and those who are unable to embrace their mistakes and learn from them.

Get people to focus on problems and outcomes – Assign people the job of perceiving problems, give them time to investigate, and make sure they have independent reporting lines so that they can convey problems without any fear of recrimination. To perceive problems, compare how the outcomes are lining up with your goals. Dalio also offers some valuable tips on how to best diagnose problems (see Fig. 6 below).

Avoid the “Frog in the boiling water” syndrome – Apparently, if you throw a frog into a pot of boiling water it will jump out immediately, but if you put it in room-temperature water and gradually bring it to a boil, it will stay in the pot until it dies. If one uses this syndrome as a metaphor for professional life, it signifies people’s tendency to slowly get used to unacceptable things that would shock them if the say them with fresh eyes.

Don’t just pay attention to your job – Instead, pay attention to how your job will be done if you’re no longer around. Dalio talks about the ‘ninja manger’ as “somebody who can sit back and watch beauty happen-i.e. an orchestrator. If you’re always trying to hire somebody who’s as good as or better than you at your job, that will both free you up to go on to other things and build your succession pipeline.”

If the outcome is bad, is the Responsible Party incapable and / or is the design bad?

Main learning point: Whilst “Principles” feels a tad repetitive at times and some of Dalio’s ideas might not be easy to implement, I feel that Dalio’s principles can provide great direction for all people working in organisations, big or small. His reflections on things such as transparency and decision-making will be valuable to anyone reading this great book.

Dr. Kai-Fu Lee is the chairman and CEO of Sinovation Ventures, a China based tech focused investment firm. Previous to becoming a full-time investor, Lee held positions at Google, Microsoft and Apple. A large part of that career, Lee spent working on data and Artificial Intelligence (‘AI’), both in the US and in China. In “AI Superpowers – China, Silicon Valley and the New World Order” Lee bundles his experiences and insights to describe the progress that China and the US have made and are making in the field of AI.

AI Superpowers contains a heap of valuable insights as well as predictions about the impact of technology power that both the US and China have been racking up. These are the main things that I took away from reading AI Superpowers:

US and China, contrasting cultures – Lee starts the book by writing about the contrasts in business culture between the US and China: “China’s startup culture is the yin to Silicon Valley’s yang: instead of being mission-driven, Chinese companies are first and foremost market-driven.” Lee goes on to explain that the ultimate goal of Chinese companies is “to make money, and they’re willing to create any product, adopt any model, or go into any business that will accomplish that objective.” This mentality help to explain the ‘copycat’ attitude that Chinese companies have had historically. Meituan, for example, is a group-discount website which sells vouchers from merchants for deals which started as the perfect counterpart of US-based Groupon.

“Online-to-Offline” (‘O2O”) – O2O describes the conversion of online actions into offline services. Ride-sharing services like Uber and Lyft are great examples of the new O2O model. In China, Didi copied this model and tailored it to local conditions. Didi was followed by other O2O plays such as Dianping, a food delivery service which subsequently merged with the aforementioned Meituan company, and Tujia, a Chinese version of Airbnb. Lee also mentions WeChat and Alipay, describing how both companies completely overturned China’s all-cash economy. More recently, bike-sharing startups Mobike (see Fig. 1 below) and ofo which supplied tens of millions of internet-connected bicycles, distributing them across them about major Chinese cities and now across the globe.

China catching up quickly in the AI department – Having read the story of image recognition algorithm ResNet, and how its inventors moved from Microsoft to join AI startups in China, I can see how China as a country is quickly catching up with the technology stalwart that is Silicon Valley. One of these image recognition startups, Face +++, has quickly become a market leader in face / image recognition technology, leapfrogging the likes of Google, Microsoft and Facebook along the way.

The four waves of AI – In AI Superpowers, Lee argues that what he calls the “AI revolution” will not happen overnight. Instead, AI will wash over us in four waves: internet AI, business AI, perception AI, and autonomous AI (see Fig. 2 below). This part of the book really struck a chord with me, as it brings to life how AI is likely to evolve over the coming years, both in terms of practical applications and use cases.

Main learning point: I’d highly recommend “AI Superpowers” to anyone interested in learning more about how China and the US are furthering the development of AI and the impact of this development on our daily lives.

First wave: Internet AI – Internet AI is largely about using AI algorithms as recommendation engines: systems that learn our personal preferences and then serve up content hand-picked for us. Toutiao, sometimes called “the Buzzfeed of China”, is a great example of this first wave of AI; its “editors” are algorithms.

Second wave: Business AI – First wave AI leverages the fact that internet users are automatically labelling data as they browse. Business AI, the second wave of AI, takes advantage of the fact that traditional companies have also been automatically labelling huge quantities of data for decades. For instance, insurance companies have been covering accidents and catching fraud, banks have been issuing loans and documenting repayment rates, and hospitals have been keeping records of diagnoses and survival rates. Business AI mines these data points and databases for hidden correlations that often escape the naked eye and the human brain. RXThinking, an AI based diagnosis app, is a good example in this respect.

Third wave: Perception AI – Third wave AI is all about extending and expanding this power throughout our lived environment, digitising the world around us through the proliferation of sensors and smart devices. These devices are turning our physical world into digital data that can then be analysed and optimised by deep-learning algorithms. For example, Alibaba’s City Brain is digitising urban traffic flows through cameras and object-recognition.

Christina Wodtke’s latest book, “Radical Focus”, is probably the most valuable ‘business’ book which I’ve read thus far this year. The full title of the book reads “Radical Focus – Achieving Your Most Important Goals with Objectives and Key Results” and Wodtke provides a great story – literally – as well as useful tips about the importance of goal setting. The book starts with a fable about a Silicon Valley startup, and offers a good narrative about how (not) to use of objectives and key results (‘OKRs’). This fable, which felt very close to the reality of being in startups – sets the scene for the practical tips that Wodtke offers with respect to using OKRs effectively, irrespective of whether you work in a startup or at Amazon.

What are some of the most common reasons why key things don’t happen? Wodtke offers a number of insights here:

No prioritisation or stack ranking of goals – Everything is deemed important and critical things don’t get done as a result.

No obsessive and comprehensive communication of the goal – Wodtke suggests that for key goals to be achieved, it’s important to reiterate the goal daily and having regular commitment meetings, where the team talks about the key goal and commit to specific activities directly related to the goal.

There’s no plan to get things done – Often, companies will have lofty goals but no plan or process to actually achieve these goals. Wodtke introduces a number of useful ceremonies which teams can use to keep goals relevant and top of mind: commitment meetings, check ins and celebrations.

No or insufficient time carved for what really matters – Love how Wodtke refers to the “Eisenhower Box” which helps identify and prioritise those things that must be done (see Fig. 1 below).

A tendency to give up instead of iterating – Business often give up at the first attempt, canning a goal if it isn’t achieved (fully) first time around. Instead, Wodtke urges, try to avoid a lack of followthrough by iterating constantly.

As the book title clearly suggests, Wodtke advocates the use of OKRs to achieve focus and making sure that key goals are being realised:

Objectives are bold and qualitative – Set a bold, inspirational and qualitative Objective each quarter. Wodtke provides examples of both good and poor Objectives (see Fig. 2 below).

Key Results are tangible and quantitative – Each Objective will have three quantitative Results that let you know when you’ve hit your Objective (see Fig. 3 below). Wodtke stresses that Key Results are “hard goals, the kind where you only have a 50/50 shot of achieving.” These ‘stretch goals’ are hard to achieve but not impossible, and you indicate for each Key Result how confident you are of achieving it.

OKRs and health metrics – In the book, Wodtke makes a helpful distinction between OKRs and health metrics. OKRs are “the thing you want to push, the one thing you want to make better.” I’d add an emphasis on the word “one” here as I find working with a single business Objective to be most effective. In my experience, having multiple business Objectives starts muddying the water in terms of focus and prioritisation. Instead, start with setting one Objective for the company. Secondly, set OKRs for each team that ty back to the company goal. Health metrics are the key things to continue to watch, these metrics are more concerned with ‘hygiene’.

Set OKRs together, pick Key Results as a team – Identifying and agreeing on Objectives and Key Results is a collaborative process. Clearly articulating and sharing the business Objective is a critical first step. The different teams can then set those Key Results which they believe will contribute to the business Objective.

Progress monitoring – I particularly liked the 4×4 matrix that Wodtke suggests as a way of monitoring progress with respect to achieving your business and associated team OKRs (see Fig. 4 below). This matrix is a very simple but effective way of committing to (weekly) priorities and capturing progress.

Setting a rhythm of execution – Wodtke introduces a number of weekly ceremonies which you can use to keep OKRs relevant and to ensure that you keep to them (see Fig. 5 below). The risk with goal setting is that it remains a one off exercise and I believe that having weekly ‘commitment’ and ‘win’ sessions will help massively keeping OKRs front of mind.

Main learning point: In “Radical Focus”, Christina Wodtke does a great job of explaining the role and value of OKRs. Not only does she provide valuable tips on how to best define OKRs, Wodtke also offers useful methods of keeping track of progress against OKRs. If you feel that you and your business are doing too much of everything, or not achieving anything, then Radical Focus is a must read!

Each Monday, the team should meet to check in on progress against OKRs, and commit to the tasks that will help the company meet its Objective.

Intention for the week – What are the 3-4 most important things you must get done this week toward the Objective? Discuss if these priorities will get you closer to the OKRs.

Forecast for the month – What should your team know is coming up that they can help with or prepare for?

Status toward OKRs – If you set a confidence of five out of ten, has that moved up or down? Have a discussion about why.

Health metrics – Pick two things you want to protect as you strive toward greatness. What can you not afford to eff-up? Key relationships with customers? Code stability? Team well-being? Now mark when things start to go sideways, and discuss it.

The objective is designed to get people jumping out of bed in the morning with excitement. And while CEOs and VCs may jump out of bed in the morning with joy over a 3% gain in conversion, most mere mortals get excited by a sense of meaning and progress. Use the language of your team.

Time Bound

For example, doable in a month, a quarter. You want it to be a clear sprint toward a goal. If it takes a year, your Objective maybe a strategy or even a mission.

Actionable by the Team Independently

This is less of a problem for startups, but bigger companies often struggle because of interdependence. Your Objective has to be truly yours, and you can’t have the excuse of “Marketing didn’t market it.”

An Objective is like a mission statement, only for a shorter period of time. A great objective inspires the team, is hard (but not impossible) to do in a set time frame, and can be done by the person or people who have set it, independently.

The first aspect is a critical need to focus on the specific job of the product manager, aiming to clarify which elements constitute the role of a product manager in a tech company. The second aspect is the importance of creating the right product culture for success, and understanding the range of product discovery and delivery techniques available to solve customer and business problems.

Whilst the book contains a wealth of valuable content about product management and how to create great products; in this review I’ll primarily focus on Cagan’s recommendations with respect to product discovery and delivery. Before I do that, it’s important to first look at Cagan’s take on the “root causes of failed product efforts” (Fig. 1).

Cagan sees a very sequential, “Waterfall” type approach as the underlying reason why many products fail. This approaches comes down to companies using a ‘feature heavy’ and preplanned roadmaps, as well as and using regular planning sessions to negotiate and prioritise the roadmap. Cagan shares some home truths to explain why this approach is now obsolete (Fig. 2).

Stakeholder-driven products: It’s a top down approach which leads to stakeholder-driven products and teams that don’t feel empowered

Business cases are mostly fictitious: I couldn’t agree more with Cagan when he argues that the two main business case inputs – how much money we’ll make and how much it will cost – are complete unknowns. We can’t know how much money we’ll make because that depends entirely on how good the solution turns out to be. In contrast, a lot of products end up making no money whatsoever! One of the most critical lessons in product, Cagan explains, is “knowing what we can’t know.”

Product roadmaps – There are two problems with traditional, feature led product roadmaps. Firstly, the reality is that half of our product ideas are simply not going to work. I always cringe when I see product roadmaps that contain detailed features prioritised prioritised for an entire year … In my experience, until you start discovering, implementing and launching product ideas, you’re not going to know whether your product is actually going to work. Secondly, even when ideas do prove to have potential they’re likely to need several iterations to reach the point where they deliver tangible business value. Cagan introduces the term “time to money” to refer this evolutionary process.

It’s not about gathering requirements for engineers to implement – I recently came across an organisation where they employed an entire team of project managers and business analysts whose main job it was to gather stakeholder requirements, and document them for designers and engineers to implement. Cagan rightly makes the point that “this is 180 degrees away from the reality of modern tech product management.”

UX designers are getting involved way too late – Don’t involve designers only once the requirements have been gathered, it’s simply too late as the designer won’t be able to add much value add this stage.

Engineers are getting involved way too late – If you’re just using your engineers to code, you’re only getting about half their value. I love the ‘little secret’ that Cagan shares with us: “engineers are typically the best single source of innovation.” He’s totally right!

Agile for delivery only – Cagan talks about “Agile for delivery”, whereby product development teams work in an Agile fashion, but the rest of the organisation isn’t.

Project-centric processes – The company usually funds projects, pushes projects through the organisation, and finally launches projects. Unfortunately, projects are output and product is all about outcome. I’d add that most projects are one-off pieces of works whereas products have a continuous lifecycle, until the product is being discontinued.

Customer validation happens way too late – Cagan points out the biggest shortcoming of the old waterfall process, which is that all the risk is concentrated right at the end and that customer validation happens way too late. Instead, customer validation or discovery should be continuous and needs to happen early and often.

Cagan offers three overarching principles which help overcome the aforementioned root causes of failed product efforts:

Risks are tackled upfront, instead of at the end

Products are defined and designed collaboratively, rather than sequentially

Finally, it’s all about solving problems, not implementing features

“Continuous Discovery and Delivery” is a great way to translate these three principles into a process and mindset for people to adhere too (Fig. 3). You can see how Cagan has taken the eight steps involved in the traditional waterfall approach (Fig. 1) and condensed them into to three, continuous stages: Objectives – Discovery – Delivery (Fig. 3).

Ultimately, this process enables you to to get answers to four critical questions:

Will the user buy this (or choose to use this)?

Can the user figure out how to use this?

Can our engineer build this?

Can our stakeholders support this?

Apart from these four critical questions, I like the emphasis Cagan puts on business context over a traditional product roadmap. In the book, Cagan covers two main components that provide this business context:

The “risk” aspect feels like a crucial one to me, and thinking about ways to identify and mitigate risks early and often. For example, I’ve found the pre-mortem technique to be a great way to unearth key risks right at the outset. Cagan describes some common risks to consider:

The “Startup Canvas” is particularly useful when you work at an early stage startup and are staring from scratch, both with the business and your product or service. There are lots of these canvases around for you to have a closer look at; I’d suggest having a look at the Business Model Canvas (by Alex Osterwalder) and the Lean Canvas (by Ash Maurya; Fig. 4).

Cagan explains how you can use a canvas for any product change, no matter the size, but you would likely quickly find a risk of duplication once you’ve got an existing business and product. I agree that the law of diminishing returns kicks in once you’ve already established your business and products, since you’ll have already figured out things like your cost structure or distribution strategy.

Finally, Cagan explains about “testing value” as a key thing to consider when planning your customer discovery. The main thing here, Cagan stresses, is to learn whether customers perceive your product to be substantially better than the competition. So many companies and product teams think all they need to do is match the features of the competitive alternatives. This idea of “feature parity” being enough to woo customers has proven to be a false one. The reality is that for customers to switch from an existing product, they need to perceive the new product as a much better alternative.

For example, sometimes it’s not clear whether customer want what it is that we’re going to build and it can be very risky to simply think “we’ll build it and customers will come.” In the book, Cagan talks about how you can quickly and cheaply test whether there’s demand for instance through launching just a landing page. On the landing page, we describe the new offering exactly as we would if we were really launching the service. The difference is that if the user clicks the call to action, rather than getting the expected outcome, the users sees a message that explains that you’re thinking of launching the new service and that you’d love to get initial input from the user. It all falls under the mantra “Do Things that Don’t Scale”, first introduced by Y Combinator Founder Paul Graham. A good example is this one from Buffer:

Main learning point: Marty Cagan has written a great followup to his first edition of “Inspired”. In this edition, he offers valuable tips and examples in relation to important themes as product discovery and delivery. Whether you’re new to product management or have got some good product management experience under your belt, “Inspired: How To Create Tech Products Customers Love” is a great and valuable read.

Over the last few years, I’ve noticed how people can cling on to product roadmaps. Some people seem to derive the same sense of certainty and predictability from a roadmap which they used to get from a Gantt Chart. One could argue that a detailed roadmap is a remnant of the traditional Waterfall approach to product management, an approach which favours detailed documentation upfront.

As a result, a lot of roadmaps tend to be very detailed; filled with specific features and timings, with product managers getting hung out to dry if they fail to deliver on features promised in their roadmaps. The hard everyday reality is that both business environments and product development are too unpredictable and volatile to be able to plan an entire roadmap upfront. This is one of the reasons why great product people like Marty Cagan and Brad Murphy argue that OKRs are a viable alternative to (traditional) roadmaps. Instead of focusing on outputs, product teams should be given the autonomy to focus on critical business outcomes instead.

Product Roadmaps Relaunched, a book published in 2017 by C. Todd Lombardo, Bruce McCarthy, Evan Ryan and Michael Connors, aims to achieve a bit of a reset of flawed perceptions of what a roadmap is and isn’t. Lombardo et al. start “Product Roadmaps Relaunched” with the following statement:

“A good roadmap is not so much a project plan as a strategic communication tool, a statement of intent and direction.”

And the authors subsequently set out requirements for Roadmap Relaunch — A product roadmap should:

Business objectives — Having well defined goals on the roadmap, will help you and your organisation to measure progress.

Broad timeframes — Broad timeframes like calendar quarters or Now, Next and Later offer guidance about timings without committing to very specific deadlines.

Themes — I like the authors’ suggestion to ask the question “What would need to be true for our product to realise its vision and attain its business activities?” Themes can be defined as customer needs or problems for the product to address.

Disclaimer—Roadmaps can have a caveat just to make it very clear to any stakeholders, other team, etc. that anything in the roadmap is subject to change and evolve.

Secondary components:

Features — Personally, I’m not a big fan of having lots of features on a roadmap, mostly because it will limit you and your team to come up with solutions, with people expecting whatever is on the roadmap to get delivered. The book explains that “features and solutions are the specific deliverables that will fulfil the needs and solve the problems identified in the roadmap themes.

Stage of development — By including labels such as “discovery”, “design”, or “prototyping” on a roadmap, stakeholders and other people not close to day-to-day product development — should be able to see at a glance where the product is at.

Confidence — Indicating the level of confidence you have in your availability to address each item or theme on the roadmap in the next release is a great way to help offset the sentiment that once it’s on paper, it’s a promise.

Target customers — Highlighting which customer segment(s) your product is looking to address, really helps with the ‘communication’ aspect of your product roadmap. Instead of just seeing a bunch, you can now tell more of a story about upcoming themes and impact on specific customers.

Product areas — A large and complex product — or a new product where basic functionality is still being laid down in many areas — many benefit from a roadmap where themes or features are annotated per specific area of the product.

It’s worth highlighting the book’s chapter on ‘Themes’, which I’ve written about previously. Themes are described as “an organisational construct for defining what’s important to your customers at the present time.”

The difference between themes and subthemes is granularity, or level of detail:

Theme: a high level customer need; “content access across devices” for example

Subtheme: a more specific need; “visibility of which device is in use” for example

One can link specific features to these themes and subthemes on the roadmap, but it’s worth considering first whether features should be added to the roadmap in the first place. The book contains a number of useful questions to consider in this respect:

Do we have enough understanding of the need and possible solutions to feel confident in a particular solution?

Do we have any validated solutions from previous release plans that did not get completed and need to be carried over?

Do we have any validated infrastructure needs?

Do we have any mandates from decision-making stakeholders that must be addressed?

What is the likelihood that this solution will be changed, postponed, or dropped from the schedule (i.e. what is your confidence)?

In the light of the roadmap acting as a two-way communication tool, the authors make some valuable point about the different stakeholders, and how they benefit from and contribute to roadmaps. For example:

Customers — benefit: Get excited about how they will benefit in the future

Customers — contribute: Provide feedback on value and priorities

Executives — benefit: Understand how resources are being used and potential ROI

These stakeholders are likely to work with what the authors call the “Product Core”. This is a small group consisting of those who work directly on the product: product manager or product owner, designers, and engineers. The book introduces the “Shuttle Diplomacy Canvas”, as a practical way to plan and conducting “shuttle diplomacy”, tracking stakeholder meetings and moving one toward to final roadmap buy-in and alignment.

Main learning point: I’d highly recommendProduct Roadmaps Relaunched to anyone keen to learn more about how to best communicate product vision, business objectives and associated themes. Lombardo, McCarthy, Ryan and Connors offer some useful insights and practical pointers if you’re looking to relaunch your product roadmap!